Author: Lee Bowen

Planning ahead for the year is easier when you know exactly what days are public holidays. In Qatar, these dates matter for everyone, from individuals scheduling trips to companies managing work hours and payroll. 

If you are an employer, you need to understand Qatar follows Islamic and national holiday cycles with dates that may shift based on moon sightings or government announcements.

Knowing the full list of 2026 public holidays in Qatar helps you:

• Plan employee leave and avoid unexpected absences
• Schedule payroll accurately and remain compliant
• Inform clients and partners about office closures
• Book travel and events on days that work best

At Yomly, we make holiday planning simple. Use our HR and payroll tools to automatically factor in Qatar’s 2026 public holidays. Let Yomly handle the dates so you can focus on your team and your business.

2026 Holiday Calendar For Qatar At a Glance

Here is a quick glance at the major public holidays in Qatar for the year 2026. You can save these dates to plan ahead for team schedules, payroll processing, business operations, or personal events. 

This list includes national and religious holidays that are commonly observed across the country.

Date	Day	Holiday
January 1, 2026	Thursday	New Year’s Day
February 10	Tuesday	National Sports Day
March 20 – 22* 2026	Friday – Sunday	Eid Al Fitr
May 26* 2026	Tuesday	Arafat Day
May 27 – 30*	Wednesday – Saturday	Eid al-Adha
December 18	Friday	Qatar National Day

*Dates are tentative and subject to moon sightings.

Detailed Insights on Public Holidays In Qatar For 2026

Below, we have shared detailed insights on each public holiday in Qatar for 2026 and why they matter. If you are an employer, HR professional, or planning to set up a business in Qatar, understanding these holidays is important for workforce planning, payroll management, and staying aligned with local regulations and cultural practices.

New Year’s Day – January 1, 2026 (Thursday)

New Year’s Day marks the beginning of the Gregorian calendar year. While it is not an official public holiday in Qatar, many multinational companies and private organizations may choose to observe it.

Some businesses offer optional leave or reduced working hours, especially for international teams. Expats often use this time for short breaks or travel.

National Sports Day – February 10, 2026 (Tuesday)

Observed on the second Tuesday of February each year, National Sports Day is an official public holiday in Qatar.

On February 10, 2026, government offices, schools, and many private-sector organizations will suspend normal operations to promote physical activity and healthy living. Public spaces host sports events, fitness programs, and community activities.

It’s a great day for team-building events or simply taking time to focus on fitness and well-being.

Eid Al Fitr – March 20 to March 22, 2026 (Tentative)

Eid Al Fitr marks the end of the holy month of Ramadan and is one of the most important religious holidays in Qatar.

In 2026, Eid Al Fitr is expected to fall between March 20 and March 22, depending on moon sightings. Government offices and most businesses remain closed during this period.

Employees typically spend time with family, attend prayers, and engage in charitable acts. Employers should plan payroll processing, shift coverage, and leave approvals well in advance, as this is a peak leave period.

Arafat Day – May 26, 2026 (Tuesday, Tentative)

Arafat Day marks the 9th day of Dhu al-Hijjah and is one of the most sacred days in the Islamic calendar.

On this day, pilgrims gather at Mount Arafat in Mecca, while non-pilgrims often observe fasting and reflection. In Qatar, many government offices and businesses close or operate at reduced capacity.

This day is officially recognized and should be factored into workforce and payroll planning.

Eid al-Adha – May 27 to May 30, 2026 (Tentative)

Eid al-Adha, also known as the Festival of Sacrifice, follows Arafat Day and is expected to be observed from May 27 to May 30, 2026, subject to official announcements.

Eid al‑Adha, or the “Feast of Sacrifice,” commemorates Prophet Ibrahim’s devotion to God and his willingness to sacrifice his son before God provided a ram instead. 

Qatar National Day – December 18, 2026 (Friday)

Qatar National Day is a patriotic celebration marking the country’s unification under Sheikh Jassim bin Mohammed Al Thani in 1878 and has been officially observed on December 18 by decree since 2007. 

On this day, government offices, schools, banks, and many businesses close so people can take part in national festivities. 

Festivities take place across Qatar, including:

• A grand military and civic parade along the Doha Corniche, featuring armed forces, police, and traditional units.
• Colorful fireworks, heritage performances, and traditional events at Katara Cultural Village and Souq Waqif.
• Cultural celebrations leading up to the day, such as Darb Al Saai, which showcases Qatari heritage through crafts, music, and historic rituals.

For employers and HR teams, this official holiday requires planning for one paid day off under Qatar Labour Law. Any work scheduled that day must be compensated as overtime. It’s also a key opportunity to share in national pride and support employee engagement activities.

Want to avoid last-minute payroll issues during public holidays? Book A Free Demo to See how Yomly handles it.

Need Help Managing Leaves and Holidays in Qatar?

If you are struggling to track public holidays, manage leave requests, or keep your payroll aligned with Qatar’s official holiday calendar, you are not alone. 

For overseas companies operating in Qatar, it is best to use a local solution that understands regional compliance and labor law requirements.

You can choose Yomly, Qatar’s leading HR and payroll software trusted by 250+ enterprises across the GCC and MENA regions. Whether you’re managing a growing workforce or streamlining operations, Yomly simplifies everything for your HR team.

Here is why Yomly is the best HR & Payroll solution for your Qatar business:

• Leave and attendance tracking that auto-syncs with Qatar’s public holidays
• Multi-currency payroll with automated calculations for joiners, leavers, and overtime
• Mobile-friendly self-service for employees to apply for leave and view payslips
• In-built compliance with Qatar’s wage protection system and labor regulations
• Dedicated local support teams based in Doha to help with onboarding and implementation

Frequently Asked Questions

How many public holidays are there in Qatar?

Qatar typically has around 10 to 12 public holidays each year. These include both fixed national events like National Sports Day and Qatar National Day, as well as Islamic holidays like Eid al Fitr and Eid al Adha, which vary based on moon sightings. 

The number of official days off may change depending on government announcements, especially for religious holidays that can extend over multiple days.

Are Fridays and Saturdays holidays in Qatar?

Yes, in Qatar, the official weekend falls on Fridays and Saturdays. Most government offices, banks, and private companies follow this schedule. Friday is considered a holy day in Islam, and many businesses either close fully or operate with reduced hours. Sunday is a regular working day in Qatar, so it is important to plan meetings and internal schedules accordingly if you are working with teams based in the region.

What are the most significant public holidays in Qatar?

The most significant public holidays in Qatar include:

• Eid al Fitr: Celebrated at the end of Ramadan, this marks a time of prayer, family gatherings, and giving.
• Eid al Adha: Known as the Festival of Sacrifice, this is one of the most important religious holidays in the Islamic calendar.
• Qatar National Day: Celebrated on December 18, it honors the country’s unification under Sheikh Jassim bin Mohammed Al Thani.
• National Sports Day: Held on the second Tuesday of February to promote health and wellness across the country.

These holidays are widely observed and usually involve official days off for both public and private sector employee.

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What’s the best way to track employee leave during Qatar’s shifting holiday calendar?

The best way to track employee leave during Qatar’s shifting holiday calendar is by using an HR and payroll platform that automatically adjusts to local holiday changes. Since Islamic holidays can change based on moon sightings, manual tracking can lead to errors and compliance issues. 

A payroll software like Yomly can help automate leave accruals, approvals, and calendar updates in line with Qatar’s labor laws. It also ensures that your payroll remains accurate and your team stays informed of upcoming days off through self-service access.

Are there any other important dates to keep in mind in Qatar, even if they are not public holidays?

Yes, apart from official public holidays, there are several other important dates in Qatar that organizations should consider when planning HR activities, payroll, or employee engagement.

• Ramadan (tentative: February–March 2026)
• Reduced Working Hours During Ramadan (as per Qatar Labour Law)
• Hajj Season (late May–June 2026, tentative)
• School Term Breaks and Academic Holidays
• Start and End of the Financial Year
• End of Financial Quarters (Q1, Q2, Q3, Q4)
• Wage Protection System (WPS) Salary Cut-off Dates
• Annual Bonus and Gratuity Processing Periods
• Major National Events and Government Campaigns
• Large Sporting and Cultural Events in Doha

Keeping these dates in mind helps organizations plan leave approvals, payroll cycles, staffing availability, and internal engagement activities more effectively throughout the year.

Important Note: This article has been updated for 2026 to reflect the latest available information on public holidays in Qatar. While we aim to keep the details accurate and up to date, holiday dates may change based on official announcements and moon sightings. This content is intended for general overview and planning purposes only and should not be used for legal, payroll, or compliance requirements.

Many people feel stressed, disconnected, or overworked in the workspace. The UAE government understands this and launched the National Wellbeing Strategy 2031 to fix it. 

This long-term plan focuses on health, mental wellness, strong families, livable cities, and better jobs. With over 90 government-led projects, it aims to make daily life better for everyone. 

In this guide, we explore the key goals, focus areas, top initiatives, and how HR teams can apply the strategy in workplaces to support national wellbeing.

What is the UAE National Wellbeing 2031 Strategy?

The UAE National Wellbeing Strategy 2031 is a long-term plan launched by the Cabinet to make wellbeing a key part of the country’s growth. 

It builds on earlier efforts like the National Program for Happiness and aims to make wellbeing a priority in all areas of life. 

The strategy looks at wellbeing as more than just physical health. It includes mental and emotional support, positive thinking, strong family life, financial security, good public services, and overall life satisfaction. 

Over 90 projects are part of this strategy, covering health, education, cities, environment, and jobs. These projects are led by government departments working together to improve daily life for everyone in the UAE and build a happier, stronger society for the future.

What are the 9 key objectives of the UAE wellbeing strategy?

1. Promoting Healthy and Active Lifestyles

This objective encourages people to adopt daily routines that include physical exercise, balanced eating, and preventive healthcare. The government is supporting this through national campaigns, school programs, and food labeling regulations. 

It also promotes tobacco control and makes sure that citizens have access to fitness-friendly infrastructure like parks and walking paths.

2. Supporting Mental Health and Emotional Wellbeing

Mental wellbeing is treated as a national priority. The strategy includes efforts to reduce stigma, increase access to mental health services, and promote emotional wellness through educational tools, public campaigns, and workplace programs. The goal is to help people manage stress, anxiety, and other emotional challenges before they become serious problems.

3. Encouraging Positive Thinking and Resilience

The government is working to help people build mental strength and stay optimistic in daily life. Programs that promote stress management, emotional intelligence, and psychological first aid are part of this objective. 

Schools and workplaces are receiving resources to support regular training and encourage a mindset focused on personal growth and balance.

4. Strengthening Family Relationships and Social Bonds

Families are at the heart of the strategy. The aim is to build stronger family connections and encourage active participation in the community. 

Programs include marriage and parenting support, youth engagement activities, and efforts to make social volunteering a regular part of people’s lives.

5. Creating High-Quality Living Environments

The UAE is working to improve neighborhoods and cities by focusing on housing quality, public safety, clean environments, and access to community spaces. Urban planning is being updated to make places more livable, including safer roads, better lighting, and cleaner parks. 

This objective ensures that all communities feel safe, welcoming, and inclusive.

6. Improving Government Services to Improve Wellbeing

The government wants every interaction with public services to be simple, useful, and positive. This includes faster processing of services, digital access, and clearer communication with users. Whether it is renewing a license or visiting a clinic, each public service should contribute to a person’s overall quality of life.

7. Developing Livable and Sustainable Cities

The wellbeing strategy puts a strong focus on making cities more livable through better public transport, clean air, walkable areas, and green zones. It also pushes for responsible use of resources to support long-term sustainability. 

These improvements support both the environment and the mental and physical health of residents.

8. Building a Strong, Tolerant, and Inclusive Society

This objective encourages respect, acceptance, and national pride. The government promotes shared values, cultural education, and tolerance programs. It also supports efforts to make sure all members of society feel included, whether they are citizens or residents from different backgrounds.

9. Growing a Resilient and Future-Focused Economy

Wellbeing is closely connected to economic stability. The strategy supports creating more jobs, encouraging entrepreneurship, improving digital skills, and ensuring fair pay for workers. When people have stable incomes and access to good career opportunities, they feel more secure, motivated, and confident about their future.

What areas does the wellbeing strategy focus on?

1. Individual Wellbeing

The strategy looks closely at personal health and happiness. This includes programs that help people stay physically active, make better food choices, and access regular medical checkups. Mental health also falls under this area, with counseling services, mental wellness campaigns, and resilience training made more available for both adults and youth.

2. Community Wellbeing

This focus area works on building supportive families, strong friendships, and connected neighborhoods. It encourages people to participate in their communities through volunteering, cultural events, and local decision-making. The aim is to reduce feelings of isolation and increase trust, safety, and support within society.

3. National Wellbeing

At the national level, the strategy looks at how government policies, public services, and national infrastructure can improve the lives of all residents. It connects quality of life to the availability of good schools, hospitals, transportation, safety, clean environments, and public spaces. By improving these areas, the entire country becomes a better place to live and work.

4. What are the top initiatives under the strategy?

5. National Wellbeing Observatory

This observatory collects and monitors data to track the progress of the strategy. It measures things like physical health, mental health, housing conditions, and satisfaction with public services. The data helps the government understand what is working and where improvements are needed.

6. Future Generations Wellbeing Academy

This academy trains government employees in wellbeing-focused leadership and service design. Public servants are taught how to prioritize wellbeing when making decisions or delivering services. This ensures that every part of the government supports a culture of wellness and happiness.

7. Community Design for Wellbeing Centres

These centers act as local spaces where residents can help design wellbeing programs. The idea is to make solutions more effective by involving the people who will use them. It allows communities to share what they need and work together with planners and experts to improve local wellbeing.

8. Nutrition Labeling Policy

The strategy includes clear rules about labeling food so consumers can quickly see if something is healthy or not. Using green, yellow, and red labels, shoppers can easily understand the levels of sugar, fat, and salt. This encourages healthier eating habits and supports physical wellbeing.

9. Mental Health Guides for Workplaces

The government has developed official guides to help employers build mentally healthy workplaces. These include steps to reduce stress, improve team communication, and offer access to counseling. Organizations are encouraged to create a culture where mental health is supported and openly discussed.

How can HR teams apply this strategy at the organizational level?

1. Promote Physical and Mental Wellness

HR teams can offer access to wellness programs like gym memberships, healthy meal plans, and mental health support. Providing regular health checkups and mindfulness activities can help employees manage stress and improve productivity. These actions reflect the national goal of better individual wellbeing.

2. Build a Culture of Positivity and Recognition

HR can play a key role in shaping workplace culture. Recognizing employee efforts, offering growth opportunities, and promoting open communication help create a more positive environment. This builds emotional resilience and encourages employees to feel valued and motivated.

3. Support Work-Life Balance

Flexible work hours, remote work options, and paid leave policies allow employees to manage both personal and professional responsibilities. HR can also implement wellness days and family support programs to reduce burnout and increase overall satisfaction.

4. Encourage Volunteering and Community Engagement

Companies can organize team volunteering events, community service drives, or awareness campaigns.

These not only build team spirit but also strengthen employees’ connection to society. This mirrors the national objective of creating active and connected communities.

5. Build a welcoming and equal workplace

HR can design policies that make sure every employee feels respected and treated fairly, regardless of background. A diverse and inclusive workplace improves collaboration and mirrors the values of tolerance and unity promoted by the wellbeing strategy.

Final Thoughts: Why HR is Central to National Wellbeing

Human Resource teams are essential partners in making the wellbeing strategy successful. By applying its goals at the organizational level, HR leaders can create healthier, happier, and more inclusive workplaces. 

When companies support the wellbeing of their people, they not only improve productivity but also contribute to the national goal of becoming a world leader in quality of life. 

In this way, HR becomes a driving force in turning the strategy from a government plan into everyday practice across the country.

FAQs

Why was the UAE’s National Wellbeing Strategy 2031 created?

The strategy was launched to improve daily life for everyone in the UAE. It helps people feel healthier, happier, and more supported. It also supports national goals like Vision 2021 and focuses on making wellbeing a part of every area of life.

What makes this strategy different from health or economic plans?

This strategy looks at the whole person, not just health or money. It covers mental health, family life, jobs, and safe cities. It brings many government areas together to focus on happiness, and it uses data to track real improvements in people’s lives.

How does the strategy help individuals and families directly?

It supports healthy eating, fitness, and regular health checks. It provides mental health help at school and work. Families get parenting tips, bonding activities, and marriage support.

How can HR teams in companies support this strategy?

HR can offer gym access, mental health help, and wellness breaks. They can build a kind, fair workplace with open feedback. Flexible hours and remote work support balance. HR can also run team activities and support diversity, matching the UAE’s wellbeing goals.

Navigating notice periods in the UAE requires a clear understanding of legal obligations under Federal Decree-Law No. 33 of 2021. Whether it’s a resignation or termination, employers must follow specific rules for duration, compensation, and compliance.

As a trusted HR and payroll platform used by 200+ UAE businesses, Yomly helps automate notice tracking, final settlements, and legal documentation. 

This guide breaks down the latest notice period laws and shows how Yomly makes offboarding smoother, faster, and fully compliant.

What is a notice period?

A notice period is the time between telling your employer or employee that the job is ending and the actual last working day. It gives both sides time to wrap things up, find replacements, or plan next steps. Under UAE Labour Law, the notice period for confirmed employees ranges from 30 to 90 days, while probation terminations follow separate 14-day rules.

The UAE employment law treats the notice period as a binding agreement between both parties, reinforcing accountability and minimizing operational disruptions.

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What are the notice period rules and laws under UAE Labour Law?

The UAE Labour Law provides clear and detailed rules for notice periods during employment termination. 

These rules apply to both employers and employees and must be followed as per Federal Decree-Law No. 33 of 2021.

1. Minimum notice period requirement

Under Article 43, the minimum notice period is 30 calendar days. This applies to both resignations and terminations. The notice must be in writing and delivered formally. If the notice period is shortened without compensation, written mutual consent is mandatory.

2. Maximum allowable notice period

In practice, notice periods typically range from 30 to 90 days. Periods significantly longer than 90 days may be challenged if deemed unreasonable.

3. Shorter notice period (By mutual consent)

A notice period shorter than 30 days is only allowed if both parties agree in writing. This mutual agreement must be documented and signed to be legally valid.

4. Notice period must be served or compensated

If either party chooses not to serve the full notice period:

• The party initiating termination must compensate the other with pay equal to the unserved duration.
• This is referred to as “payment in lieu of notice.”

???? What is payment in lieu of notice?

Payment in lieu of notice (PILON) is money an employer gives when they ask an employee to leave immediately instead of working through their notice period. It’s a way to end the contract quickly while still paying the employee for that time, including any salary, benefits, or allowances they would’ve earned.

5. Notice period during probation (Article 9)

• Employer terminating during probation: Must give 14 days’ written notice.
• Employee resigning during probation:
  • 14 days’ notice, if staying in UAE
  • 30 days’ notice, if planning to leave the country

6. Working during the notice period

The employee is expected to continue performing their duties during the notice period unless waived by the employer. Employers may allow the employee to stop work and still pay salary in lieu of service.

7. Breaches and legal consequences

Failure to serve or pay for the required notice period may lead to legal claims, fines, or contract breach penalties. MOHRE can intervene in case of non-compliance.

8. Termination without notice (Article 44)

Employers can terminate employees without notice for reasons such as:

• Forgery or submitting fake documents
• Workplace misconduct
• Repeated absence without justification

9. Resignation without notice (Article 45)

Employees may resign without serving notice if:

• The employer fails to pay wages for 60+ days
• The worker experiences abuse or harassment
• There is a serious breach of contractual obligations

10. Enforceability and documentation

All notice-related actions like resignation, termination, or waiver must be:

• Documented in writing
• Signed by both parties
• Archived securely for at least five years.

These notice period rules help ensure fairness, transparency, and legal protection for both employers and employees under UAE labour law.

11. Limited vs unlimited contracts

Since 2022, UAE has unified employment contracts under limited-term agreements. The distinction between limited and unlimited contracts no longer applies in new contracts. Regardless of contract type, notice period clauses must be clearly mentioned and legally followed.

Resignation vs Termination: How does the notice period differ?

The main difference between resignation and termination is how the notice period is handled. Employees who resign must serve the full contract notice period (at least 30 days) or face salary deductions.

Employers terminating must give written notice and pay the notice period even if no work is required. During probation, both must give 14 days’ notice, unless the employee plans to leave the UAE, then 30 days.

If the Employee Resigns:

Employees must:

• Serve the full notice period as mentioned in their contract (minimum 30 days).
• Continue working professionally during this period.
• If they leave early, employers may deduct salary equal to unserved days.

If the Employer Terminates:

Employers must:

• Provide written notice in advance.
• Pay salary for the notice period even if the employee is not required to work it.
• Prepare a complete final settlement, including unused leave and benefits.

Termination During Probation (Article 9):

• Employer: Must give 14 days’ notice.
• Employee: Must give 14 days’ notice (if resigning to stay in UAE) or 30 days’ notice (if planning to leave the country).

What are the exceptions to the standard notice period?

Exceptions to the standard notice period in UAE Labour Law allow immediate termination or resignation without notice. Employers can terminate without notice under Article 44 for misconduct or unauthorized absence. 

Employees can resign without notice under Article 45 for assault, unpaid wages over 60 days, or workplace harassment.

Termination Without Notice (Article 44):

Employers can dismiss employees immediately if:

• The worker commits serious misconduct (e.g., forged documents, workplace violence, disclosure of trade secrets).
• The worker is absent for more than 20 intermittent or 7 consecutive days without valid reason.

Immediate termination under Article 44 requires documented investigation and proportional justification.

Resignation Without Notice (Article 45):

Employees can quit without notice if:

• The employer assaults or endangers the employee.
• The employer fails to fulfill legal obligations, including unpaid wages for more than 60 days.
• The employee faces harassment at the workplace.

What happens to final settlements during the notice period?

Final settlements during the notice period refer to all the payments and clearances that must be completed before the employee officially exits the company. As per UAE Labour Law, these settlements are a legal obligation for employers and must be calculated accurately.

1. Full Salary for the Notice Period

Employees are entitled to receive their salary in full for the notice period. If the employee is asked not to work during this time, the employer must still pay them. This is called payment in lieu of notice.

2. Encashment of Unused Leave

Any unused annual leave must be paid out at the employee’s last drawn basic salary rate. Employers should calculate the balance accurately to avoid disputes or penalties.

3. Overtime Compensation (if applicable)

If the employee has completed approved overtime hours that have not yet been compensated, these must be added to the final payment.

4. End of Service Benefits (EOSB)

Employees who complete at least one year of continuous service are entitled to gratuity as per UAE law. Paid notice periods are generally included in service duration for EOSB calculations unless the contract is terminated immediately with payment in lieu. Yomly can auto-calculate EOSB using up-to-date compliance formulas.

5. Deductions for Unserved Notice Period

If the employee fails to complete their notice period, the employer can deduct the number of unserved days from the final salary. This should be clearly documented and communicated to avoid misunderstandings.

6. Recovery of Company Assets

Employers must ensure all company assets (laptops, ID cards, access tools) are returned. The cost of any missing items may be deducted as per the agreed policy.

7. Clearance and Final Letter

Once dues are cleared and responsibilities handed over, the HR team should issue a final clearance certificate and relieving letter. This marks the official end of employment.

???? Yomly simplifies final settlements with built-in payroll logic, EOSB automation, and secure record-keeping, ensuring smooth offboarding that complies with UAE law.

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Can the notice period be waived or reduced?

Yes, the notice period in the UAE can be waived, shortened, or modified, but only under certain conditions laid out in the UAE Labour Law. Both the employer and employee must follow these rules to avoid legal issues.

1. Mutual agreement is mandatory

Any reduction or waiver of the notice period must be agreed to in writing by both parties. This agreement should be documented and signed. If not clearly agreed upon, the standard 30-day rule applies.

2. Employer can waive the notice period

An employer has the right to waive the employee’s notice period. However, if the employee is not required to work during this time, the employer must pay salary in lieu of notice. This compensation is calculated based on the employee’s regular monthly pay.

3. Employee can leave early with employer’s approval

If an employee wants to leave without serving the full notice, they must obtain written approval from the employer. If the employer agrees, the remaining period can be waived, and no penalties apply.

4. Legal grounds for immediate exit still apply

In cases of serious employer misconduct, such as unpaid wages, abuse, or unsafe work environments, Article 45 allows the employee to resign without serving any notice. In such cases, no mutual consent is required.

5. Always document the waiver

Whether the notice period is reduced, waived, or paid in lieu, it’s essential to record the decision in writing. This protects both parties during MOHRE audits or future disputes.

???? To manage waivers and approvals with full transparency, HR teams can automate workflows in Yomly. Create and track waiver approvals in one place, Yomly simplifies it all. 

Start your free demo of the most trusted HR management software in the UAE.

Best practices for employers & HR managers

1. Mention notice period rules clearly in every offer letter

Specify the required notice period in all contracts. State the length, method of submission, and what happens if the employee leaves early. Avoid legal disputes by keeping this section legally accurate and transparent.

2. Process final dues without delay

Pay the employee’s full and final settlement, including salary, leave balance, and gratuity, before or on their last working day. Automate this through Yomly to avoid delays or payroll mistakes.

3. Store all termination-related documentation

Maintain resignation letters, notice confirmations, and payroll deductions in an audit-ready format. This protects your business from labour disputes or MOHRE inspections. Use secure digital records in Yomly to simplify access and storage.

Best practices for HR managers:

1. Track every resignation with an HR system

Set up automated alerts and workflows to monitor resignations, pending approvals, and last working days. With Yomly, you don’t miss deadlines and ensure a smooth exit timeline.

2. Begin exit formalities on day one of notice

Issue a standard handover checklist. Schedule exit interviews. Assign asset returns. Don’t wait until the last week—Yomly helps launch these tasks the moment notice is submitted.

3. Make the exit process clear and respectful

Keep communication professional and supportive. Ensure employees feel valued even while leaving. Document all interactions and approvals in the system to build a compliant, respectful exit experience.

4. Use HR software to track resignations and exits

Manual tracking leads to delays. Yomly’s automated HR software for UAE helps automate notice period tracking, alerts, approvals, and final settlements, all in one dashboard.

5. Start the offboarding process early

The moment an employee gives notice, share handover plans, schedule exit interviews, and manage asset returns. Yomly supports you with templates and workflows.

6. Maintain employee experience during exit

Ensure communication is respectful, timely, and clear. A smooth exit helps retain employer branding and encourages positive word-of-mouth.

???? Related HR guides and resources:

• How to Reduce and Prevent Work Negativity
• HR Statistics That You Should Know
• HRIS vs. HRMS vs. HCM: What are the Differences?
• A Performance Management Guide for HR Professionals
• Payroll Process In the UAE (With Steps & Process)
• What is People Analytics? Benefits & Best Practices

Why HR teams in UAE trust Yomly for HR automation and payroll management?

1. How Yomly helps HR teams manage notice periods efficiently

Yomly enables HR managers to track, manage, and document notice periods from one central platform. Whether an employee resigns or is terminated, HR can instantly trigger automated workflows, like exit checklists, approvals, and alerts.

This reduces manual errors and improves both compliance and employee experience.

2. Automate payroll settlements during notice period with Yomly

Payroll during notice periods can involve complex calculations—like pro-rata salaries, unpaid leave encashment, and gratuity. Yomly automates these computations and integrates them with payroll cycles, ensuring timely and error-free final settlements. It also supports WPS and multi-currency compliance, making it ideal for businesses operating across the GCC.

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3. Avoid compliance mistakes during exit: Yomly’s legal-ready HR system

Yomly’s platform is built with UAE Labour Law in mind. From documenting Article 44/45 terminations to generating compliant resignation and termination letters, Yomly protects businesses from legal risks. Audit trails, permission controls, and document expiry alerts further support HR teams in ensuring every exit is legally sound.

4. From resignation to relieving letter: one dashboard for HR

With Yomly, everything from resignation submission to final letter issuance happens in one place. HR managers can approve requests, monitor handovers, initiate exit interviews, and track pending tasks. This eliminates fragmentation, improves transparency, and speeds up the entire offboarding process.

Frequently asked questions (FAQs)

What is the minimum notice period in the UAE?

The UAE Labour Law mandates a minimum notice period of 30 calendar days for both resignation and termination. Employers and employees can agree to extend this up to 90 days, but a shorter period is only valid with mutual written consent.

Can an employee resign without notice in the UAE?

Yes, under Article 45, an employee can resign without notice if the employer has not paid wages for over 60 days, has breached legal obligations, or if the employee faces abuse or harassment.

What are valid reasons for termination without notice?

Article 44 allows employers to terminate an employee without notice for reasons like submitting forged documents, workplace violence, or unauthorized absence of more than 7 consecutive or 20 intermittent days without justification.

Does an employee get paid during the notice period?

Yes. Employees must be paid their full salary during the notice period, even if the employer decides they don’t need to work. This is called payment in lieu of notice.

What happens if the notice period is not served?

If the full notice period isn’t served, the responsible party must pay compensation equal to the unserved days. This deduction is legal and must be documented.

Is the notice period included in the End of Service Benefit (EOSB) calculation?

Not usually. The notice period is excluded from EOSB unless explicitly stated in the employment contract. EOSB is based on basic salary and years of completed service.

???? Book a demo with Yomly today and simplify HR compliance, final settlements, and employee exits.

Important Note: This article has been reviewed and updated for 2026 to reflect the latest interpretations, enforcement practices, and compliance requirements under UAE Labour Law. While every effort has been made to ensure accuracy, labour regulations and their application may evolve over time. If you notice any updates, discrepancies, or have specific compliance-related questions, we encourage you to get in touch with our team or consult directly with MOHRE for the most current guidance.

Running payroll in the UAE goes beyond paying salaries on time. Businesses must follow WPS rules, calculate end of service benefits accurately, and stay aligned with changing UAE labor laws. As teams grow, manual payroll increases the risk of errors, delays, and compliance penalties.

Payroll software solves this problem. The right system automates salary calculations, reduces manual work, and ensures full compliance with UAE regulations across every pay cycle.

This updated list highlights the top payroll software used by UAE businesses in 2026, including trusted local platforms and proven global solutions built for scale, accuracy, and compliance.

TL;DR

• This article lists the 10 best payroll software in the UAE for 2026
• All tools support WPS compliance and UAE labor law requirements
• The list includes options for startups, SMEs, and large enterprises
• Key features compared include salary automation, gratuity, reports, and integrations
• Yomly ranks as the best overall payroll software for UAE businesses

Note: This article is updated for 2026 with the latest payroll software insights, compliance updates, feature changes, and market developments in the UAE.

How We Chose These Top Payroll Software

We selected each payroll software based on a set of important factors tailored to the needs of businesses in the UAE:

• We chose tools that are simple, easy to navigate, and quick to set up.
• Every software on this list supports Wage Protection System rules and follows UAE labour laws.
• We compared cost vs. features to ensure you get solid value for your money.
• Tools had to offer key payroll features like salary processing, end-of-service calculations, and payslip generation.
• We only included platforms that follow strong data privacy and security standards.
• We looked for tools that offer responsive support and helpful onboarding services to make setup easy.

These factors helped us create a trusted list of payroll software that fits the unique compliance and business needs of companies in the UAE.

List of Top 10 Best Payroll Software in UAE for 2026

Now that you know how we selected these tools, let’s look at the top 10 payroll software solutions making a real difference for UAE businesses in 2026. 

1. Yomly

Yomly is the best payroll software in the UAE, built to handle complex payroll needs across the GCC with ease and compliance. Over 200 enterprise clients including Isuzu Motors and ExecuJet rely on Yomly to run over thousands of payrolls monthly. 

The platform supports WPS regulations, automates calculations for joiners, leavers, and bonuses, and processes multi-currency payrolls effortlessly. 

HR teams use Yomly to generate WPS and bank files in minutes, distribute payslips via mobile, and access real-time payroll reports. With bilingual support, strong security, and regional presence, Yomly delivers a reliable payroll solution for large, fast-moving teams.

Key Features of Yomly

Multi-Currency, Multi-Country Payroll

Yomly supports payroll processing across multiple countries with built-in currency and exchange rate handling. 

This feature is essential for companies with satellite offices or distributed teams.

Automated Salary Calculations

Yomly automates the entire payroll calculation process. It adjusts for employee join dates, resignations, mid-month changes, prorated payments, bonuses, and overtime. This happens all without manual input. 

Detailed Salary Breakup and GL Coding

The system calculates and displays a complete salary breakdown, including basic pay, allowances, deductions, and benefits. 

It also maps payroll entries to general ledger (GL) codes, making it easier for finance teams to track cost centers, manage accounts, and stay audit-ready.

Wage Protection System (WPS) Compliance

Yomly fully supports UAE’s Wage Protection System. HR teams can generate WPS-compliant files and bank transfer documents within minutes.

Payslip Generation and Distribution

Payslips are automatically generated and shared with employees via email, web portal, or the mobile app. Employees can access current and historical payslips on demand and receive real-time notifications when their payslip is available.

Bulk Upload for Payroll Adjustments

HR teams can upload bonuses, commissions, overtime, and deductions in bulk using CSV or XLS formats. The drag-and-drop interface allows quick uploads and streamlines monthly payroll processing, especially for large or multi-location teams.

Flexible Pay Run Scheduling

Yomly lets you run payroll weekly, fortnightly, monthly, or even on an ad-hoc basis. This flexibility supports diverse payroll cycles across business units and departments, and helps you manage contractor, part-time, or hourly employee payments with ease.

Loan and Advance Deduction Tracking

Track and manage salary loans or advances directly within the system. Yomly deducts approved repayment amounts automatically from each payroll cycle and maintains a record of the outstanding balance.

Expense Claim Management

Employees can submit expense claims with attached receipts through a user-friendly portal or mobile app. Once approved, these claims automatically integrate into the next payroll cycle for reimbursement. Yomly supports multi-currency reimbursements and real-time status tracking via notifications.

End-of-Service Benefit Calculations

Yomly calculates gratuity and other end-of-service benefits using customizable rules based on employee grade, tenure, and type of contract. It generates provision reports and future liability estimates to help businesses forecast costs and remain compliant with regional labor laws.

Medical and Group Life Insurance Integration

The platform allows companies to manage employee medical insurance and group life benefits within the same payroll system. Employees can view their coverage and access policy information, while HR teams can update insurance data and network details without relying on external systems.

Employee Grading and Benefit Tiers

Yomly allows organizations to link payroll settings, such as allowances, leave policies, or benefit packages to employee grades or levels. 

Advanced Payroll Reporting

With Yomly, you get full visibility into your payroll data with built-in reports for pay runs, variances, GL mappings, salary history, cheques, advances, and more. Reports are exportable in PDF, CSV, or Excel formats and are easily shared with finance, HR, or audit teams.

Mobile Application Access

Both employees and HR managers can handle payroll-related tasks on the go. From viewing payslips and submitting expenses to tracking loan deductions and checking claim statuses, everything is accessible through Yomly’s secure mobile app.

Pros

• Fully compliant with UAE’s WPS and GCC labor regulation
• Supports multi-currency and multi-country payroll out of the box
• Automates salary, bonus, loan, and end-of-service calculations
• Seamless integration with HR, benefits, and expense management modules
• Mobile app provides full self-service access for employees and HR
• Bilingual interface (Arabic and English) for regional accessibility
• Dedicated onboarding and local support teams in UAE, KSA, and Qatar

Cons

• Pricing is available only through custom quotes only
• More suitable for mid-sized to large enterprises than small businesses
• Feature-rich interface may require some initial training to use effectively

Why Is Yomly the Best Payroll Solution for UAE Businesses?

Yomly is purpose-built for the UAE and wider GCC market, making it a perfect fit for companies that need region-specific payroll compliance and operational flexibility. 

Here’s why:

• Yomly automates payroll processes while staying fully aligned with UAE’s Wage Protection System and end-of-service benefit rules.
• Leading brands like Isuzu Motors, Sharjah English School, and ExecuJet rely on Yomly for secure, scalable payroll operations.
• The platform handles thousands of payroll runs every day which is a proof of its reliability and performance at scale.
• It supports bilingual workflows, ensuring accessibility for diverse teams across the region.
• Companies can pick what they need and scale as they grow, with payroll features fully accessible on mobile devices.
• Yomly has offices in Dubai, Riyadh, and Doha, offering localized support, onboarding, and implementation guidance.

Client Success Stories With Yomly

Yomly is trusted by over 200 enterprise clients across the UAE and beyond, including brands like Isuzu Motors, ExecuJet, and Sharjah English School. 

One of the recent success stories with Yomly is Pitfire Pizza, a fast-growing F&B brand that scaled its workforce 10x and turned to Yomly to streamline payroll and HR operations.

After switching from manual processes, Pitfire reduced payroll processing time from several days to just two, with expectations to bring it down further. Yomly’s automated document tracking, custom workflows, and responsive support helped the team stay lean and efficient without expanding their HR staff.

Here’s what is known about Yomly’s pricing model:

• You pay for only the modules you choose (e.g., payroll only, or payroll + HR + benefits).
• Pricing scales with the number of employees you manage in the system.
• Yomly is suitable for mid-sized to large companies, so minimum pricing may start higher than entry-level tools.
• You can book a free demo and request a tailored quote directly by contacting their sales team.

Contact Details:

• Address: 50th Floor, Business Central Towers, Dubai Media City, Dubai, UAE.
• Phone: +971 4 436 1888
• Email: info@www.yomly.com 
• Website: www.yomly.com

2. greytHR

greytHR is a comprehensive HR and payroll software built to simplify salary processing, ensure compliance, and improve employee experience. Designed for businesses of all sizes, it streamlines everything from onboarding to full-and-final settlements, making payroll fast, accurate, and stress-free. 

With 100% statutory compliance, a powerful ESS portal, and seamless report generation, greytHR is one of the most trusted platforms in the payroll software space.

Key Features

• greytHR lets you run payroll for multiple countries like UAE, Oman, Qatar, Saudi Arabia, Bahrain, and Kuwait from a single system. 
• The platform keeps up with country-specific payroll laws. 
• You can process payroll in just a few minutes even for large teams. It also handles arrears and full-and-final settlements automatically. 
• The software auto-generates WPS-compliant SIF files with accurate bank and salary details.
• With greytHR, you can create and assign different salary structures for different roles, departments, or branches.
• It also generates accurate payroll reports, payslips, and account journal vouchers (JVs) automatically. 

Pros:

• Supports payroll in over 20 MEA countries from one dashboard
• Automatically follows laws like WPS, SIO, and GOSI
• Customizes salary rules to match your company policies
• Links payroll with real-time attendance and leave data
• Offers employee access to payslips via app and portal

Cons:

• Some advanced payroll needs require manual workarounds.
• Limited UI customization may not suit all workflows.
• Global payroll support is limited outside the MEA region.

Contact Details:

• Address: 217, Business Venue Building, Umm Hurair Road, Oud Metha, Dubai
• Email: sales.me@greytip.com
• Phone: +971 4 4245017

3.Bayzat

Bayzat is a modern, cloud-based payroll management software developed specifically for businesses in the UAE. It automates every step of payroll including salary calculations, WPS file generation, and payslip delivery. 

The platform is trusted by over 3,000 companies across the UAE, including Deliveroo, Careem, Bidfood, and GymNation, and processes more than AED 6.95 billion in salaries annually.It’s best suited for growing SMEs and enterprises that want to simplify HR and payroll operations without compromising on compliance or accuracy.

Key Features (Payroll-Focused):

• Once you set up salary components, Bayzat auto-calculates gross pay, overtime, deductions, bonuses, allowances, and gratuity.
• Bayzat includes a built-in SIF (Salary Information File) generator that complies with UAE’s Wage Protection System (WPS) requirements. 
• It allows you to track payment statuses, verify employee payouts, or make last-minute adjustments in real-time.
• The software seamlessly integrates with accounting platforms (e.g., QuickBooks, Xero) and maps payroll line items directly into your chart of accounts. 
• Employees can submit work-related expenses digitally.

Pros of Bayzat

• Easy to use for both HR teams and employees
• Automates payroll processing and WPS file generation
• Includes built-in attendance and time tracking
• Offers self-service access through a mobile app
• Provides clear payroll and HR analytics dashboards

Cons of Bayzat

• Customizing reports and templates is limited
• Pricing may not fit smaller companies or startups
• Does not include built-in recruitment or performance modules

Contact Details:

• Address: 304, Falcon House, Green Community Village, Dubai Investments Park – Dubai United Arab Emirates
• Email: support@bayzat.com
• Phone: +971 43 258 601

4.  Easy HR

EasyHR is a comprehensive payroll and HR management software built for fast-growing businesses and enterprises across India, the UAE, and Southeast Asia. 

With 10000+ Happy EasyHR users, It combines smart automation with robust compliance, helping companies manage payroll, employee data, time tracking, claims, and more from a single platform. 

Key Features

• EasyHR calculates earnings, deductions (EPF, ESI, TDS), bonuses, and arrears with built-in compliance to local tax laws. 
• It allows you to maintain a secure digital record for each employee. 
• Allow employees to submit travel, food, or other expense claims via the portal or mobile app. 
• Allows the HR team to log, track, and manage company assets issued to employees  such as laptops, access cards, or uniforms. 
• You can enable your employees to mark attendance, download payslips, apply for leaves, and view announcements.
• Integrates with biometric devices, GPS tracking, and attendance kiosks.

Pros of EasyHR

• Combines HR, payroll, claims, travel, and time tracking into one integrated platform
• Simple, modern interface that’s easy to use.
• Automates statutory compliance including EPF, ESI, TDS, and labor law calculations
• Supports mobile access for various tasks

Cons of EasyHR

• No publicly available pricing or transparent cost calculator
• Limited support for international compliance outside India and the UAE

Contact Details:

• Email: sales@easyhrworld.com
• Phone: +91-73041-24665 & +91-99302-05985

5. Zimyo

Zimyo is a modern, cloud-based HR and Payroll Management Software platform that caters to SMEs and mid-sized enterprises looking to automate their people operations. With 2,000+ clients including Bajaj Capital, Yash Raj Films, SOHO House, and Apollo Tyres, Zimyo offers an end-to-end payroll solution with real-time automation, statutory compliance, and digital payouts.

It combines payroll automation with core HR, attendance, leave, performance, ATS, and 40+ modules. This makes it a comprehensive workforce suite suitable for Indian compliance and operational needs.

Key Features

• Zimyo calculates employee earnings, deductions (like PF, ESIC, TDS), bonuses, arrears, and penalties. 
• You can create different salary structures, apply custom pay cycles, and generate payslips for all employees in one click. 
• Zimyo automatically handles contributions and deductions for Provident Fund (PF), Employee State Insurance (ESIC), Professional Tax (PT), and Income Tax (TDS).
• Easy payroll integration helps you connect payroll with attendance, leave, and shift data from other modules.

 Pros:

• Easy to use and intuitive interface for both HR and employees.
• Highly customizable salary structures and dashboards.
• Fast payroll runs with integrated compliance and reimbursement.
• Analytics-rich reports for audits, payroll summaries, and cost projections.

Cons:

• Initial setup involves manual data feeding via Excel, which can be time-consuming.
• Reporting could benefit from more customization filters.

Contact Details:

• Address: 304, Falcon House, Green Community Village, Dubai Investments Park – Dubai United Arab Emirates
• Email: support@bayzat.com
• Phone: +971 43 258 601

6. WebHR

WebHR is a cloud-based HR and payroll software built for global teams with special focus on GCC compliance. Used by over 800+ businesses including Kanad Hospital, Cravia, Al Masaood, and University of Dubai, it offers a complete payroll system tailored to UAE labor laws. 

From WPS-compliant salary processing to gratuity and GOSI calculations, WebHR helps HR teams automate their payroll workflows while staying audit-ready.

Key Features

• WebHR automates the full payroll cycle, from attendance data to salary disbursement.
• It auto-generates SIF files for UAE’s Wage Protection System. 
• The system calculates end-of-service gratuity based on employee tenure, contract type, and UAE laws. It supports accurate payout planning for expats leaving the organization.
• WebHR supports GOSI calculations for GCC nationals, handling pension contributions and employer obligations as per local and regional compliance rules.
• Overtime data automatically flows from the attendance module to payroll.
• Companies can create different payroll setups for different branches or countries.
• Employees can log in via mobile or web to download payslips, submit reimbursement claims, and view salary history in real-time.
• WebHR provides payroll cost summaries, tax reports, and compliance dashboards..

Pros:

• Strong integration between attendance and payroll
• UAE-local features like WPS and gratuity built-in
• Easy-to-use and accessible via web and mobile
• Good reporting and dashboard capabilities
• Supports global and multi-country payroll

Cons:

• Some features like onboarding or announcement templates need updates
• Learning curve for new users due to feature-rich setup

Contact Details:

• Email: info@webhr.co
• Phone: +971-80-093247

7. HR WORKS

HR WORKS, developed by DLI-IT, is a powerful payroll management software built for organizations in Dubai, Abu Dhabi, the UAE, and the broader GCC and Middle East. 

Designed for scalability and complex payroll handling, it eliminates the need for Excel-based processing by automating salary, deductions, final settlements, and compliance workflows.

It supports backdated leave adjustments, new joiners, post-payroll changes, off-cycle payrolls, and country-specific regulations. The system is tightly integrated with attendance, timesheets, and leave management, offering a unified solution for HR and payroll teams.

Key Features

• HR WORKS covers complex payroll tasks such as backdated leave adjustments, salary revisions, salary hold and release, post-payroll employee joins, and final settlements. 
• The payroll system is seamlessly linked with leave records, time attendance, and timesheets.
• The software supports statutory requirements and legal compliance across the GCC. 
• It handles calculations and processes related to gratuity, annual leave, sick leave, maternity leave, and more.
• In addition to monthly payroll, the software also handles leave settlements, final settlements, and off-cycle payrolls. 

 Pros:

• Handles complex payroll scenarios like post-payroll joiners and final settlements.
• Covers both UAE and GCC statutory requirements.
• Integrated platform for payroll, leave, attendance, and compliance.
• Strong back-office admin features and audit-ready outputs.
• Suitable for small, mid-sized, and enterprise-level organizations.

Cons:

• Lacks customizable dashboards or real-time payroll analytics.
• External system integration appears limited or unavailable.
• The interface may be difficult for non-HR users to navigate.

Contact Details:

• Address: #24, Al Showaier Building, Jareer Street Malaz, Riyadh, KSA
• Email: contact@dlisaudi.com
• Phone: +966 544 963 785

8. HRM Threads

HRM Thread, developed by Sensys Technologies, is a web-based HR and payroll management platform tailored for businesses in the UAE and India. 

It simplifies salary processing, attendance integration, tax compliance, and payslip access. The tool is well aligned with UAE labor laws, including WPS requirements. Known for its reliability and speed, HRM Thread is suitable for SMEs, startups, and multi-location enterprises.

Key Features

• HRM Thread streamlines salary processing by automating key payroll tasks such as earnings calculation, statutory deductions, and payroll cycle scheduling. 
• The software supports UAE’s Wage Protection System (WPS) and ensures timely, compliant salary disbursement. 
• It also enables one-click filing of statutory returns such as PF, ESIC, PT, and Income Tax in India.
• HRM Thread allows payroll processing across multiple clients or locations. 
• Employees and HR personnel can generate downloadable payslips and income tax forms (like Form 16) directly through the system. 
• Through a secure login, employees can view salary details, download payslips, check leave balances, and submit tax investment proofs.
• HRM Thread includes a built-in tax planner for accurate TDS calculations. 

Pros:

• Fast and accurate salary processing with tax and leave integration.
• Employees can download payslips and track balances without HR intervention.
• Easy setup with biometric attendance syncing.
• Cloud-based interface ensures access from any location.

Cons:

• The software does not perform well on all browsers and may load slowly at times.
• Security features like 2FA or OTP-based login are currently unavailable.

Contact Details:

• Address: 904–906, Corporate Annexe, Sonawala Road, Goregaon East, Mumbai – 400063
• Phone: +91 97694 68105 / +91 98673 07971
• Email: contact@hrmthread.com
  

9. Darwinbox

Darwinbox is a modern, cloud-based HR and payroll software designed for large and mid-sized enterprises across the UAE and beyond. With over 1 million payslips processed monthly, it helps companies streamline payroll processing, tax compliance, and employee compensation workflows. 

From automated salary calculations to real-time data validation and statutory filings, Darwinbox offers a secure, configurable platform trusted by 1,000+ enterprises. The system integrates payroll with HR and finance teams, ensuring a unified, error-free payroll experience.

Key Features

• Darwinbox automates the entire payroll cycle in just four steps. 
• It includes real-time error checks, bulk salary processing, and full & final settlements. 
• It supports configurable salary structures using a formula builder, grouped pay scales, and customizable payslip formats. 
• Employees can use the mobile or web app to view payslips, tax sheets, and total compensation. 
• The system includes 50+ ready-made payroll reports, such as pay registers, tax summaries, and arrears reports. 
• It supports all types of statutory reporting and manages industry-specific filings (e.g., Factories Act) through its managed payroll services.
• For businesses looking to fully outsource payroll, Darwinbox offers expert-managed services. 

Pros

• End-to-end payroll automation with input validation
• Real-time compliance with UAE’s WPS and tax rules
• Mobile-friendly employee self-service access
• Strong reporting and trend analytics
• Option for fully managed payroll service

Cons

• Interface may feel complex for new users
• Setup and customizations need initial learning

Contact Details

• Address: 303B, 3rd Floor, Gate District 3, Opp Al Fattan Currency House, Dubai International Financial Centre (DIFC), Dubai, UAE
• Email: contact@darwinbox.com

10. Infotrack

Infotrack is a powerful, integrated HR and payroll software designed for mid-sized and large enterprises in the UAE. It helps organizations manage everything from rule-based payroll processing and employee exits to compliance, benefits, and analytics. 

It is built to support both Indian and UAE labor regulations, the platform simplifies payroll for diverse workforce structures while offering robust features like formula-based salary calculations, real-time payslip access, and automated statutory deductions. 

Key Features

• Infotrack enables rule-based payroll with a formula editor that handles various employee categories, pay cycles, arrears, pro-rata salary adjustments, and reimbursements. 
• The software includes a structured exit and full & final settlement process.
• Organizations can define multiple pay structures across departments and employee levels. 
• Employees can securely access payslips, reimbursement claims, and tax worksheets through a web or mobile portal. 
• Track all payroll actions with detailed audit reports. Benefits Management
• The HR team can track and manage various employee loans (staff, foundation, festival, salary, vehicle, travel). 

Pros

• Strong rule-based payroll engine
• Supports UAE and Indian compliance
• Comprehensive exit and F&F management
• Real-time audit trails and dashboards
• Mobile-ready payslip access

Cons

• Setup process can be complex for new users
• May feel overwhelming for small businesses
• Customization may be difficult without support

Contact Details

• Address: Grandstand, 6th Floor, Meydan Road, Nad Al Sheba, Dubai 
• Phone: (+971) 508900822 
• Email: ispl@info-track.com

Payroll Software Buyer’s Checklist for UAE Businesses

Before choosing a payroll software, use this checklist to make sure it fits your company’s needs and UAE compliance standards:

Is the software WPS-compliant?
Can it generate SIF files for the Wage Protection System to ensure timely and legal salary disbursement?

Does it support end-of-service and gratuity calculations?
The tool should calculate EOSB based on UAE labor law, factoring in tenure and contract type.

Can it manage multiple pay cycles (monthly, weekly, off-cycle)?
Useful for companies with mixed workforces like contractors, part-timers, or project teams.

Does it integrate with leave, attendance, and accounting systems?
Integration ensures payroll accuracy and reduces manual entry or reconciliation errors.

Is employee self-service available via mobile or web?
Employees should be able to access payslips, submit claims, and check payroll records independently.

Can it handle payroll across multiple GCC countries?
If you operate in KSA, Qatar, or Oman, the software should support local tax and labor rules like GOSI or SIO.

Does the software scale with your business?
Look for pricing and features that grow with your headcount and complexity over time.

Which Payroll Software Is Right for You?

Every business has different payroll needs. Some need simple tools to pay employees on time. Others need full systems to manage payroll, HR, and local rules. That’s why there’s no one-size-fits-all solution.

Here’s a quick guide to help you choose the best payroll software in the UAE for your business:

• Best for Startups – Bayzat

Bayzat is easy to use, affordable, and perfect for small teams. It helps startups pay salaries, manage expenses, and stay WPS-compliant without too much setup.

• Best for Enterprises – Yomly

Yomly is made for large companies with many employees. It supports multiple countries, handles complex salary rules, and gives HR teams full control of payroll.

• Most Affordable Option – greytHR

greytHR offers strong features at a lower cost. It’s ideal for growing businesses that need to automate payroll, leave, and attendance without high pricing.

• Best for WPS Compliance – Yomly

Yomly supports UAE’s Wage Protection System out of the box. You can create SIF files, track payments, and avoid fines with just a few clicks.

• Best All-in-One HR + Payroll – Yomly

Yomly combines payroll, HR, expenses, insurance, and employee self-service in one system. You don’t need to switch between tools — everything is in one place.

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Frequently Asked Questions

What is WPS-compliant payroll software?

WPS-compliant payroll software follows the UAE’s Wage Protection System rules. It helps generate SIF (Salary Information Files) in the right format, so salaries can be processed through approved banks or exchange houses. 

This ensures your business avoids fines or payment delays and stays fully compliant with the Ministry of Human Resources and Emiratisation (MOHRE) requirements.

What are the key features to look for in UAE payroll software?

In the UAE, your payroll software should offer WPS file generation, end-of-service benefit calculations, multi-currency support, payslip delivery, and leave/attendance integration. It should also support local compliance like GOSI, SIO, or tax rules (if operating in other GCC regions). 

Bonus: Look for mobile access, employee self-service, and customizable salary structures for better efficiency.

Can I integrate payroll software with my accounting system?

Yes, most modern payroll software allows easy integration with accounting tools like QuickBooks, Xero, or SAP. This helps you sync salary payments, deductions, and GL codes directly with your finance system. 

It reduces errors, speeds up month-end closing, and provides a unified view of payroll costs across departments and locations.

Can payroll software calculate gratuity in UAE?

Yes. Payroll software in the UAE like Yomly or Darwinbox can automatically calculate gratuity based on labor law formulas. These tools consider employee tenure, last drawn salary, and contract type (limited or unlimited). 

They also generate provision reports, helping businesses forecast end-of-service liabilities accurately and stay compliant with UAE labor law.

Do I need technical expertise to use payroll software?

No. Most payroll platforms today are built for HR teams, not IT experts. They come with easy dashboards, step-by-step payroll runs, and built-in compliance checks. 

Is cloud payroll software secure?

Yes, leading UAE payroll software are hosted on secure cloud servers with encryption, role-based access, and regular backups. Providers like Yomly and Darwinbox follow international standards like ISO 27001. Employee data, salary records, and bank files are protected with multi-layer security to prevent unauthorized access or breaches.

How much does payroll software cost in the UAE?

Pricing depends on employee count, modules used (payroll, HR, performance), and support levels. Some tools like greytHR or Bayzat offer affordable packages for small teams. Others like Yomly offer custom quotes based on company size and complexity.